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Resources Blog Return-to-office is Here to Stay: Adapting Your Work Culture to
In-Office and Hybrid Work



Published by Nadine Malek

April 2, 2024


RETURN-TO-OFFICE IS HERE TO STAY: ADAPTING YOUR WORK CULTURE TO IN-OFFICE AND
HYBRID WORK

Hybrid or fully in-office positions are the new normal, according to the latest
labor market data and various studies. This is opposed to the desires of some
employees, who got used to remote work and the flexibility associated with it.
The twin nails in the coffin for remote work are the end of the labor shortage
and the demonstrable declining productivity of remote workers. Hybrid and
in-office work is here to stay, and there are ways to adapt your workplace
culture to it.


PRODUCTIVITY DIPS FOR REMOTE WORK–NONE FOR HYBRID

Productivity for fully remote workers has begun to decline by about 10% over
in-office work, according to a recent paper from Stanford. Companies have
noticed, and are starting to call their staff back into the office. This is a
stumbling block for workers, as most enjoy working from home and consider it an
important benefit. 

There is some good news that allows both companies and workers to meet in the
middle - hybrid work shows the same amount of productivity as in-office work.
The paper from Stanford found that most employees work in-office
Tuesday-Thursday, and from home on Mondays and Fridays. Fully 30% of full-time
employees are now working in hybrid mode, and most are happy with the
arrangement. Only 10% of employees are fully working remotely, and those jobs
are disappearing along with overall postings in the job market.


WHY HAS PRODUCTIVITY DECLINED FOR REMOTE WORKERS?

Before answering this question, we have to define what productivity means for
workers and what productivity means for managers. According to the Stanford
paper, workers consider themselves more productive while working at home because
they do not have extra commute time built into their workday. However, managers
do not view commute time as a part of an employee’s paid workday; productivity
for them encompasses what an employee does in the time they are “on the clock.”
The distinction between these two views is important, because it means that an
employee’s definition of their own productivity is very different from how their
employer views it. 

Anecdotally, most managers will tell you that they have seen a productivity
decline in remote workers since the end of the pandemic. There is hard data to
back up this assertion. The paper cites four 2023 studies of the productivity of
working from home, and all of them show dips in remote worker productivity of
varying degrees. 

Managers have taken note of this, and have insisted that fully remote employees
return to the office. The Stanford paper notes that fully remote workers tend to
be more affluent and have higher salaries, so these positions can be attractive
for attrition for a business looking to buffer its bottom line against potential
economic headwinds.


HYBRID WORKING IS THE ANSWER FOR EVERYONE

With hybrid work, employees and managers get the best of both worlds. Employees
get to cut significant commuting time out of their week, as well as 2-3 days of
increased focus time to work at home. Managers get treasured “face time” with
their staff, which does have positive effects in terms of reinforcing the
manager/employee relationship. Furthermore, with the advent of new hybrid and
remote employee productivity tools managers can ensure that employees are
utilizing resources efficiently.

There are also reasons to require a full in-office presence. Any business that
is consumer or client-facing will always get better results meeting clients in
person with a populated office in the background. If the office really requires
a full in-office population and hybrid work is not possible, managers should
explore other ways to be flexible. These can include flexible start and end
times, additional paid time off, and even a four-day work week if it is
practical.


THE 4-DAY WORK WEEK IS NO LONGER A UNICORN WITH GENERATIVE AI

The idea of working four days a week instead of five used to be a pleasant myth,
but new technologies are making it more viable. Generative AI tools, which are
now accessible to all workers, can save so much time that staff no longer need
40 hours a week to accomplish their tasks. A separate experiment at Stanford
proved that workplace productivity can increase by 14% with the use of
generative AI. 

Managers now have two choices; heap more tasks on their staff or give them a
break. Obviously, the first choice will lead to more attrition if it is adopted
as a long-term strategy. The second choice, a 4-day work week, can both give
employees the break they are looking for and save on payroll costs. 

The main argument against a 4-day work week is that nobody else is doing it, and
clients expect your company to be present five days a week. This has shifted
significantly in the past year, with more companies globally making the switch
after seeing significant productivity gains. Plus, your business can still be
open five days a week with different staff on your teams taking their one day
off. 

There are many choices to give employees the flexibility they want in a hybrid
or in-office environment. The key as a manager is not to treat a
return-to-office as “business as usual,” but an opportunity to build a new, more
cohesive workplace culture.

Do you want to see how engaged your employees are, whether they are working
remotely or in-office? Prodoscore can help you monitor what your staff are doing
in a non-invasive way that celebrates their successes instead of invading their
privacy. Contact us for a demonstration today!



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